Diversity, inclusion and belonging

Our Diversity, Inclusion and Belonging approach outlines what we believe in and stand for. Our approach recognises that we need to build diversity, inclusion and belonging into everything we do. While we take a broad view, three areas receive targeted attention: flexibility, equity and accessibility.

Flexibility

We provide a range of flexible working options for our people using our MyFlex program which considers when, where and how people work. Options include part-time work, job sharing, variable hours, working from home and compressed working weeks. We continue to invest in flexible working initiatives and technologies, including our Switch program that enables our contact centre employees to change their working times and hours online to suit how and when they wish to work.

Our long-term focus on flexibility meant that IAG was in a strong position when COVID-19 affected our traditional ways of working, enabling IAG to transition 98% of the workforce to work remotely within a very short timeframe.
Unfortunately, due to COVID-19, IAG was unable to run the Kids@IAG program in the April 2020 and June/July 2020 school holidays. We look forward to Kids@IAG returning when it is safe to do so.

Equity

We focus on equity rather than equality. For example, we are committed to supporting gender equity through our Game Changers program. The Game Changers program is designed to build a pipeline of talented female leaders through developing their Strategic, Commercial and Financial Acumen capability, providing personalised leadership feedback, mentoring support and expanding their internal network and personal profile across IAG.

Throughout the reporting period, IAG maintained its support of Indigenous communities in Australia and New Zealand through our Indigenous Engagement Strategy. In Australia we continued to implement our Elevate Reconciliation Action Plan. In New Zealand, we provided internships for the not-for-profit organisation TupuToa, which connects Maori and Pasifika graduates with employers and we have also provided scholarships for several school-leaving students through the First Foundation Scholarship.

Accessibility

We have made progress in our Accessibility journey, partnering with the Australian Network on Disability to understand how we can make the world a safer place for our people and customers with access needs.

So far, we have welcomed 17 interns through the Stepping Into program, mentored nine job seekers through Pace Mentoring and hosted an industry Roundtable on accessibility in partnership with the Australian Network on Disability.

We are now focused on addressing accessibility barriers for both our people and our customers in Australia and New Zealand. This includes improving processes to attract and bring onboard employees who may live with disability; improve workplace adjustment processes to more effectively accommodate our people with accessibility requirements; and continue the journey of improving digital accessibility for our employees and customers.

Diversity, Inclusion and Belonging targets

In accordance with our Diversity, Inclusion and Belonging plan, we have a number of targets aligned to our focus areas.

Women in Senior Management

We have set a target to have women represent 50% of our Senior Leadership roles by 30 June 2023. We define Senior Leadership roles as our Group Executive, Executive General Managers and Executive Managers.  

We introduced this new target in 2020 after reaching our initial target of 40% women in senior leadership roles by 2020. As at 30 June 2020, women represented 40.72% of senior leadership roles at IAG. This is an increase of 3.6% from the 2019 result of 37.1%.  More broadly, women represent 58.27% of our total workforce.

Aboriginal and Torres Strait Islander employment

As part of our Elevate Reconciliation Action Plan, we have made a commitment to increase Aboriginal and Torres Strait Islander employment to 2% of our Australian workforce by December 2021 and 3% by 2023. 

As at 30 June 2020, our First Nations representation is 1.05%, which is 90 Indigenous employees. Our Reconciliation Action Plan commitments provide a strong pathway to help us achieve our target.

Workplace Gender Equality - Public Report for 2019-2020

The Workplace Gender Equality Act 2012 (WGE Act) places a focus on promoting and improving gender equality and outcomes for both women and men in Australian workplaces.

In accordance with the requirements of the WGE Act, IAG lodged its annual public report with the Workplace Gender Equality Agency on 29 July 2020. Use the link below to open the report.